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07Sep

How much to hire a recruiter? | Pillar Staff Solutions | San Bernardino, California, USA

How much does it cost to hire a recruiter?

adminpsConsultation, Entrepreneurs, Jobs

How much does it cost to hire a recruiter? Is it worth while? In this article, we’ll take a look at the cost of recruiting internally versus working with a recruiting agency. We’ll discuss some of the pros and cons to recruiting while also offering some tips on how to find the right recruiter for your business. Let’s dive in!

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The Cost Of Recruiting

According to 2022 data from Society for Human Resource Management (SHRM), the average expense per hire was nearly $4,700. However many employers estimate their total expenses when hiring someone can reach three or even four times what they pay at first glance – in essence, if you’re working on filling a position that pays $60k annually it can cost around $180- $200K to fill the position! Wow, let’s find out how.

Soft & Hard Costs

The hard costs of filling open roles are advertising costs, revenue lost due to the open role, and the annual salary of the candidate. (Fact, open roles can be a loss of $1,000 to $10,000 a day in gross profit depending on the role). Soft costs however, do not show up as a line item on the budget but they do effect productivity which effects revenue. Soft costs consist of the time each departmental leader invests in supporting the HR-specific roles. Meeting with potential candidates, screening applications, scheduling a few rounds of interviews and making final decisions etc. all require an ample amount of time and effort from your team. This effort takes them away from their other duties, affecting the bottom line.

Advantages of Recruiting Agencies

There are several advantages to using a recruiting agency. First, recruiters have access to a large pool of candidates. They can conduct 1000’s of candidate screenings each year yet the timing is wrong so the candidate or client passes on the position. However, good recruiters keep in touch with the candidate and let them know about new opportunities in the future. Secondly, recruiters save you time by screening through candidates and conducting initial interviews. This is less time that your team has to use to fill the role internally. Third, recruiters have experience matching candidates with various companies. Pillar Staffing Solutions perform a thorough intake before we begin our search. This helps to make sure we find the right type of candidate for your business.

Disadvantages of Recruiting Agencies

There are also some disadvantages to using a recruiting agency. First, there’s no guarantee that they’ll find candidates that are a good fit for your business. Secondly, you may have less control over the hiring process when you use an agency depending on the search terms. Lastly, recruiting fees can add up quickly depending upon the agency’s pricing structure.

Cost of recruiting services

As previously mentioned, the cost to hire a recruiter varies by the agency, the position, number of positions, etc. To give you a broad idea most agencies will offer a contingent placement fee or a retainer fee. Contingent placement fees are the fees charged to the company only after they’ve decided to hire a submitted candidate. This fee may range anywhere from 10% to 35% of the employees annual salary. To give you an idea, if an employee makes $50,000 annually and the recruiting firm is charging a 15% percent fee, the employer will have to pay $7500 to the recruiting firm for the service.

Similarly, retainers consist of percentage fees. An upfront fee (the “retainer”), is charged to the employer before the search starts. This fee is a percentage of the

total placement fee. This upfront payment secures the recruiter’s exclusive attention and focus on filling the role. The fees are paid in installments (ie. when the search is begun, when a candidate “shortlist” is made, upon delivery of candidates, when an offer is accepted etc).

Find a recruiter

To find a recruiter, start by asking for recommendations from other businesses in your industry. Once you’ve compiled a list of potential agencies, take the time to interview them and learn about their process. Make sure you’re comfortable with their fees and that you feel confident in their ability to find qualified candidates for your open positions.

We hope this article has helped to shed some light on the cost to hire a recruiter. If you want to learn more about our services please visit our employer page.

Happy Hiring!

11May

What questions should I ask in an interview?

adminpsConsultation, Entrepreneurs, Franchising, Leadership

In most interviews, candidates do their best to give the answers to questions that they think the interviewer would want to hear. This article is for the hiring manager that really wants to get to know a potential candidate’s character in a short amount of time.

It is common that we hire people who fit all the check marks of the job description. However, after a month you soon find out that this person was not the right hire for the position. There’s got to be a way to better screen candidates and make better hires for your company on a more consistent basis, right? Yes there is!

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Conducting a good interview is an art form that takes practice. Like painting a picture, we must have a good grasp on what we would actually like to paint (the ideal employee/candidate), the necessary brushes to use at which times (Questions that allow the person to open up and move the interview along), and the appropriate strokes to brush (asking the right questions to the right people). As I said, to become a good artist it takes practice; you learn more as you do it, and you become more skilled with time. However, here are 5 questions you can start asking today that will help you to have a better idea of who you are hiring.

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1. What are the top 2?

Example: What are the top 2 things that you look for in a job or company?

This is a good question because you get to hear about what is important to the candidate pertaining to work. They may answer with growth tracks in a company, great health benefits, pay(which would be the majority of number one answers). Their top thing will usually fall in line with those common answers but question #2 will really shine some light on the candidates desires.

After you’ve heard both answers you can ask why those things are important to them so that they can expand upon them. This will allow you to learn what motivates that specific candidate and if they line up with your company’s values.

2. Imaginary Scenarios

Example: How would you react if…… there were rumors circulating that there would be layoffs coming in the following weeks?

If you are curious to know how the employee handles stress for example, instead of simply asking them how they do with it and hearing the response of “I am able to stay calm when I deal with stress, I assess the situation and adjust accordingly” That answer sounds great and ideal, but is it true? Presenting an imaginary scenario will allow you to get a glimpse into how the employee really thinks and how they would really react in a stressful situation. Will they panic, will they speak to their supervisor directly about it, will they perpetuate the rumor by asking other coworkers about it? From their response you can draw inference into their character when they feel their back is against the wall.

3. Emotional Quotient – Their EQ

Example: How would you feel if……a person in a leadership position of the company asks you to do some extra work to help them finish a task on time?<

This is a great “team player” question. This is like the imaginary scenario but it helps to unlock how they feel about something. Take leadership for example, you can hear how they feel about being told what to do, or how they view doing more without more compensation, etc. By their answer you can examine how much of a team player they really are or if they have no desire to do anything that is not listed in their job description.

A good answer would be something along the lines of “I would try to help them” or “If I could spare the time, then I would help them out no problem” Then you can discern that the person has traits of being a team player.

4. Self Perception

Example: Do you consider yourself to be a……..Teacher? Leader? Trustworthy? Why or why not?

This is a good question to gage their leadership qualities without directly asking them about them, or test their integrity. You may hear responses of “Yes, I’ve led small teams in the past that I had to teach the job to” or you may hear, “No, I’ve never taught anyone before. I’m not good at it.”

The key is to listen intently to their responses. Draw inference from their stories and examples they use. If they say, “Yes, I am trustworthy” you can still ask “why?” And learn what motivates them to be trustworthy.

5. Take me there

Example: Fast forward, you’ve been working at the company for 5 years now, what have you accomplished? Would you be promoted? Would you still be working here?

Where there is lack of vision, there is lack of growth. By this question, you can determine their vision for themselves and the company. You want someone that sees themselves growing with the company. Someone who wants to be promoted and not stay in the same spot. If they are thriving in the company that likely means that the company is also thriving. You’ll know if you have someone just passing thru or if they intend to be around for the long haul.

With this question, you can also discover their confidence level; are they confident or arrogant? What is their humility level like and would they be the type to step on others to get ahead?

These questions are examples of interview approaches that you can take to have a better idea of how a person really is and if they would be an asset or a liability to your company. Cookie-cutter questions will give you cookie-cutter answers. This style of interviewing helps to unlock things in individuals that they may not be willing to share on their own. Try them out and make them your own!

Happy Hiring!

18Jun

15 Quick Tips for Excelling at Work

adminpsConsultation

Most of us want to be good employees — and most of us want to excel at our jobs. To be a successful employee and excel at work, though, is not simply a matter of being good at what you do. Being a successful employee also involves issues such as professionalism, attitude, and teamwork — all of which is the thrust of this article.

Here’s our list of the 15 best tips for how to excel in your job at work.

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1. Learn how to perform your job well. There’s a big difference between just doing your job and doing your job well — and with pride. Making the extra effort, ratcheting up your game a notch or two, and taking steps to fill any voids in your work will all help you shine in your job.

2. Work hard. It used to be that just showing up for work was enough to get by in some companies, but those days are long gone. Today, you not only have to show up and be at your job the full day (arriving on time and not leaving early), but also put in a full day of work. Keep personal calls, emails, texts, and the like to a minimum.

3. Act professionally. No matter what your job, it’s important to be serious and focused on what you do — and act professionally in all situations. There’s a time and place for fooling around, and it is not the workplace. Professionals follow esenyurt escort the rules and are courteous, friendly, and tactful. Acting professionally also means dressing appropriately for your job.

4. Express positive attitude. You don’t have to be “Cheerful Sally” — in fact, don’t be or you might not be taken seriously — but having a positive and go-get’em disposition is important. People like working with — and helping — co-workers with a positive attitude. People with negative attitudes — “Debbie Downer” — drag everyone around them down.

5. Take initiative. You may be very good at your job — and that is important — but do you ever try to push the limits of your work? In other words, do you ever consider better ways you could do your job — or better ways your department could work — and make suggestions to your boss? Just do not confuse taking initiative with knowing it all.

6. Be a good team player. To be successful in most jobs today, workers must also be good team players. Review how well you work in teams, examining key issues such as communications, working relationships, team successes (and failures). For a reality check, you might consider asking a few teammates for some honest feedback.

7. Know your boss. You don’t have to be best friends with your boss; in fact, you don’t even need to like your boss. You should, however, know your boss. In other words, the better you understand how your boss thinks, acts, and manages, the better you perform your job to his/her expectations and demands.

8. Understand your employer. Some people work at their jobs for years without really knowing or understanding their employer. Taking the time to understand the organization’s mission, goals, strategies, and products/services will help you better understand your role within it — and the value of the job you provide.

9. Take (constructive) criticism gracefully. One of the hardest things for all of us to learn is how to handle constructive criticism — and how to use these critiques to improve our performance on the job. Yes, some bosses are truly nit-pickers, wanting everything done their way or not at all, but most bosses are simply providing feedback so you can perform your job better… so you can excel at your work.

10. Cultivate relationships. Having workplace friendships with some of the folks who work with or near you is usually a positive element in job satisfaction — which should result in greater motivation to perform your job to the best of your abilities. Just be sure you make friends with positive people who, like you, are focused on excelling at their work.

11. Take opportunities to learn new skills, jobs. The longer we work at one job, the more likely we’ll get bored with it — perhaps just going through the motions — until we are no longer excelling in our jobs. One way around this problem is taking opportunities for additional educational and training when your employer offers them.

12. Be part of the solution. Don’t be the worker everyone hates — the one who is always quick to point out the problems… while offering no solutions. Instead, when possible, strive to be a problem-solver. Problem-solvers are a valuable commodity in every workplace.

13. Avoid gossip. It should go without saying — but we’re saying it anyway — that it’s always best to turn a deaf ear to gossip and rumors. No matter how good a worker you may be, getting caught in the web of gossip will quickly downgrade your standing with your boss and employer.

14. Volunteer for new projects. Whether to seek a little variety with your job or to try to score some points with the boss, volunteering to take on additional work and responsibilities can lead to greater job satisfaction, better work performance, and perhaps even a new direction for your career.

15. Mentor new employees and younger workers. One of the greatest goods in the workplace is when an experienced worker mentors a younger, inexperienced worker. Helping the new worker learn the ropes will provide you great personal satisfaction — and will also put you in good standing with the boss.

Final Thoughts on Excelling at Work
For most of us, it’s important to strive to be the best worker we can be — to excel at our jobs. It’s not necessarily about impressing the bosses and obtaining a promotion (though you may desire that down the road) — it’s more about having a sense of accomplishment for a job well done.Finally, remember that when you are the person that’s new to the job — or learning a new task — it’s always better to ask questions (even repeating the same ones until you fully understand the answer) than to proceed blindly and stumble so badly that you have no chance of recovering.While there is no such thing as job security anymore, following the tips in this article should help you become an indispensable member of the organization’s team.

Source: http://www.wehirepeople.com/2017/10/27/15-quick-tips-excelling-work/

By Integrated Talent Solutions

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